A New Captain Boarding an Established Vessel
Winning over a team is hard. Anytime employees must adapt to a new manager, they may feel uncertain and have the potential to “rock the boat.” No matter how non-judgmental you approach your new role, it may send shock waves through the team.
Dentistry IQ recommends the new manager be personally introduced to the team with a no “surprise” method by the doctor. The doctor should set the scene, establishing the credibility of the new manager with the team.
Dental IQ also encourages the introduction method that best fits the practice’s feel and takes advantage of the opportunity to showcase the new manager and introduce the dynamic team.
Welcome Aboard
As you COME ACROSS THE GANGWAY, as a seasoned manager joining an established dental team, earning respect is crucial for fostering a positive and collaborative work environment. It’s imperative to observe, learn, and evaluate their established processes.
According to Becker’s Dental Review, there are 521,437 dental practice managers in the United States, and 28 percent plan to apply for a new position by the end of 2024.
Having the courage to be authentic with your team will help others believe you understand and genuinely want to help.
This may nurture competence and confidence when you demonstrate bringing others up on your journey as their new manager. When trust is formed, exceptional synergy transcends the practice of morale and growth.
Learn about the Dynamics of the Team
Take the time to JOIN THE TEAM IN THE GALLEY…Before implementing changes or asserting authority, it is essential to comprehend the existing team dynamics. Conduct individual meetings with team members to gain insights into their roles, responsibilities, and expectations—an acknowledgment of their expertise and experience by showing genuine interest in their contributions.
Join the team on breaks, observe personality types, and get to know them on a personal level. Schedule one-on-one conferences to attain their goals and ideas. This meeting may provide beneficial information as you analyze your new role.
Help Them See the Vision
PERFORMING MUSTER DRILLS…Communication is paramount in building trust and respect.
Clearly articulate your vision, goals, and expectations for the team. Foster an open-door policy, encouraging team members to share their thoughts and concerns, being an active listener, acknowledging their perspectives, and demonstrating a commitment to collaboration.
During your conversations, find out what the team feels is working well and where there are problems or issues.
For instance, if equipment or instruments are not operating properly, act. Explore what can be changed, fixed, or purchased with the team to make their day more efficient. The new team will gain confidence in you as a manager by addressing issues.
Lead the Way
Lead by example by PILOTING THE SHIP… Demonstrate the values and work ethic you expect from the team. Exhibit professionalism, punctuality, and a strong work ethic.
By setting a positive example, you inspire your team to follow suit. This approach helps in earning respect through actions rather than just words.
One example is being available to help when you hear of one of the clinical team having a problem with the computer. Tell them you will contact IT and resolve the issue so they can stay on schedule with the patient.
See the Big Picture
It is a perfect time to POINT YOUR SAIL…Meet with the doctors or owners. Ask them for their direction, vision statement, and core values. Dig deep into the meeting. Explore the level of responsibility they require of you and the decision-making expectations for the practice.
I have worked for doctors as the sole business management facilitator. Their role was the dental treatment. Others were very hands-on with administration styles. Knowing who they have as their IT support, consultants, accountants, lawyers, and insurance agents is essential.
Do the doctors want you to be the facilitator between the practice and the professionals? Getting these answers sets the boundaries and expectations of the owners.
Recognition is Key
As the days onboard pass, LOOK FOR YOUR STARBOARDS…Acknowledge the team’s achievements, professional growth, and individual efforts.
Regularly celebrate milestones, birthdays, and accomplishments. This boosts morale and demonstrates your appreciation for their hard work.
A culture of recognition fosters a positive environment and enhances team cohesion. Implement fun team challenges that bring a healthy camaraderie to the practice. Occasional prizes do amp up the competition and entice positive morale.
Empower Your Crew Members
Diverse thoughts within the team dynamic bring strength. LOOK FOR THE COCKPIT CONTROLS…Involve the team in decision-making processes when appropriate.
Seek their input on matters that impact their work. By empowering them to contribute to decision-making, you utilize their expertise and make them feel valued and respected.
Assist the team members in growing professionally by introducing them to DANB, the Dale Foundation, or AADOM for further education or certification.
Encourage Them to Enhance Their Skills
EVEN KEEL…Look for team balance.
Invest in the professional development of your team members. Offer training sessions, workshops, or courses that enhance their skills and knowledge.
Showing a commitment to their growth demonstrates your interest in their success, earning their respect in return.
Prepare for the Storms
When possible, HEAD OFF STORMS. Address challenges proactively. When conflicts or challenges arise, address them promptly and professionally.
Implement a fair and transparent conflict resolution process, ensuring that concerns are heard and resolved effectively. You will establish yourself as a leader who values a harmonious workplace by handling issues tactfully and fairly.
Earn Their Respect
Now is the time to BE THE ANCHOR…Earning respect as a new dental manager within an established team requires effective communication, leading by example, recognizing contributions, and fostering a collaborative environment.
By implementing these strategies, you will gain your team’s respect and contribute to the overall success and satisfaction of the dental practice.
Be Determined to Enjoy the Voyage
In conclusion, communication and leadership are about more than just talking. Cues from body language and tone of voice are just as important.
Be a leader with a conscious awareness of the practice and team and understanding your strengths and weaknesses. There is an excellent opportunity to lead by being genuinely interested in different points of view.
Diverse thoughts can help an office solve problems creatively, bringing more value to the practice, a diverse team, and better patient care. As a person looking for an efficient run, decision-making team, I find this quote fitting:
“The goal is not to solely sail the boat, but rather have a crew to help the boat sail itself.”
About the Author
Dawn Klobucher, MAADOM
Dawn Klobucher started her dental career 35 years ago. The majority of her work in dentistry was in the orthodontic specialty, transitioning to a large, private general dentist practice four years ago.
She received her CDPMA from DANB in 1999, is a lifetime AADOM member, her FAADOM in 2023, and MAADOM in 2024.